Categories
Business Careers Future of work Interviews And CV's Recruitment

Salaries In Job Descriptions: Candidates want Employers to be Upfront

Find Your Flex is a platform with a purpose. And that purpose is to build a better future of work for all. Today we are discussing salaries in job descriptions!

Recently we conducted a poll on various social media platforms on the inclusion of stated salaries in job descriptions. The response was overwhelming.

We asked the question: “If a Salary isn’t stated on a Job Description does it put you off?

The post went viral, reaching over 100,000 views and over 4,100 people voted. 84% of people who voted said; yes they would be put off by a job description that does not state a salary.

Many of the voters supplied their reasons why and we noticed a particular pattern forming.

No Time for Time Wasters

It usually puts me off entirely. If the job sounds like a particularly good fit and I enter a discussion with a recruiter about it, the salary range is the first question I’ll ask. If the recruiter won’t give me the salary range at the start, I’ll politely end the call there as I don’t want to waste my time.

The most prominent reason given for why people would be put off applying, was that they didn’t want to waste time.

Supplementary to that was that most people apply for jobs that will continue to facilitate their lifestyle needs.

Applicants don’t want to waste their time applying. Only to find out further down the line that the salary will not sufficiently meet their needs.

How can you make a decision about viability of changing a role/ company if you can’t equate whether you could continue to afford to live your existence?

Applicants also see this as a lack of respect in valuing their time. Or even shows ignorance about the amount of time and effort candidates put into their job applications.

If a candidate really wants a role they can spend hours catering their CV and covering letter specifically to that role and company.

Why should you spend the time and energy polishing a resume, applying, stressing, interviewing, waiting…just to find the salary range is something you would have never applied for in the first place?

Salaries in job descriptions – a lack of transparency results in a lack of trust

Good candidates who pull out are less likely to apply to the organisation again and more likely to share their experience with their connections.

No company should ever underestimate the power of word of mouth.

It only takes one applicant to have a bad experience during the recruitment process for this to snowball. Social Networking and Social Media is a huge part of our daily lives.

All it takes is one post by an applicant with the right social connections to spread the word about how poor an employer’s recruitment process is.

I somehow always get the impression that these companies are looking for the highest skilled employee who ticks all the right boxes whom they can then insult by offering as little as possible for their services.

This all contributes to a company’s brand reputation. When it is clear that one aspect of the business has a negative reputation, it starts a domino effect in the eyes of the public. It’s clear to see their train of thought:

If a company has poor recruitment, they must be a poor employer. If they’re a poor employer, the service can’t be great. If the service isn’t great I should take my custom elsewhere.

Even in its simplest form, if you’re not being open about yourselves as an employer, why should candidates trust you?

Believe you are good and fair employer? Then literally put your money/salaries where your mouth is so candidates will know it!

If you are proud of what you pay your people you will have no problem, putting this out.

Don’t play games with people’s livelihoods

What puts me off is when the recruiter asks what salary you expect. I just reply, asking what the company is offering. You can’t beat around the bush… it gets you nowhere and does no one any favours in the long run … Be up front and don’t treat it like a game. Life is too short!!

Even if salaries are negotiable, a range between the minimum and maximum should be advertised to show applicants where they stand.

And once those negotiations begin, both parties need to be forthcoming about what their expectations are to meet a certain salary.

This is important as salaries can also help an applicant determine their level of seniority.

The ludicrous requirements for even the most junior roles make it difficult to determine the seniority, in a way that salary absolutely defines.

In negotiating anything, both sides need to be aware of the stakes. A candidate needs to know what it is they are negotiating for. It is better to state a salary in the job description than make applicants struggle to negotiate in the dark. This is just another form of playing games.

And its important that the employer is not considered a dictator, as this once again impacts their reputation. If the salary is negotiable, both parties must have something to negotiate with.

“Negotiating power lies with the employer if a salary isn’t listed. Whilst you can negotiate during the final stage of interviews, you should at least see salary expectations and that your potential employer has done some research into the role before you apply.

Just ticking a recruitment box?

It makes me feel like the recruiter is just trying to collect CVs to stick in a database and tick a box.”

This may not be just about salary. A lack of effort and details in a job description will be a sure sign to any applicant that the employer is not overly interested in the quality of the applicant.

But it is clear that to some applicants, an unstated salary is a red flag that employers do not care about the application and are just ticking a HR box.

Thus sending a message that employers don’t care enough to put in the research of the role they are recruiting for. And what the standard salary is for such a role.

If you don’t advertise a salary then for me it says to a potential applicant is these guys are potentially looking to do this on the cheap or have no idea about the marketplace and so can’t even pitch a salary for the role.”

It can also show a poor HR department or recruiter. As top quality candidates who know their value will be looking out for a salary. These will be less likely to apply for the role.

Where an abundance of perhaps under-qualified candidates will be in their place resulting in hours of sifting through applications.

“It usually means HR and hiring managers spending unnecessary time sifting through more CV’s and interviewing candidates that if they discover the salary is too low will pull out.”

Salaries in job descriptions: The candidates have spoken. Now employers must listen

The response was loud and clear. The general theme that employers have a responsibility to state salaries in their job descriptions cannot be ignored.

If employers continue to omit such crucial information from the job description they not only risk losing potentially amazing recruits, but could be doing substantial damage to their brand reputation.

To conclude, its not difficult to state a salary in job description, even if its a range between the minimum and the maximum, at least then everyone knows where they stand. The only one that stands to miss out on not stating a salary is the employer.

Categories
A Day In The Life Of... Careers Flexible Working Future of work

A Day in the Life Of a Founder and CEO: Alex Tomchenko

Alex is the Founder and CEO of Glambook; an all-in-one platform created to aid beauty professionals grow their budding businesses. Alex has an extremely positive and forward-thinking outlook on the life of a CEO. He highlights how much time, dedication and hard work it takes to build a thriving business. While also pointing out the need to decompress when you can and leave business at the door and make time for yourself. 

Alex also has some unique views on the meaning of progress and how transferable skills can be used to help build a brand. He also points out the importance of utilizing fresh talent prepared to soak up new ways of doing things and how this can be more beneficial to growing businesses than recruiting based on experience. This is definitely a mindset geared toward the future of working and we are excited to learn more about Alex and his working life as a Founder and CEO.   

What does a working day look like for a Founder & CEO?

I wake up at 7:00am and after a nutritious breakfast I start checking my inbox and messages. We meet with the team at 9:00am to help us align on priorities and set up the tone for the day. Before lunch, I’m focused on monitoring our results and growth and take a few more business meetings. After lunch, I spend time on mapping out business goals and tasks, aligning on workflow and hosting additional meetings. Towards the end of the day, I look at our daily progress and that helps me identify our goals and tasks for the next day. I go to bed at 11:30pm.

How do you find a work life balance?

To be honest, it’s not easy to strike a perfect work and life balance during the growth stage of a startup. What helps is that I work on something that I’m truly passionate about and I do it together with my wife, who is my co-founder. While we don’t have a strict schedule that divides our business and personal lives, we manage to find time for both. Usually, we are busy with work during the day and late evenings are reserved for things not related to business.

Are there opportunities to progress?

Progress is an important part of life. However, progress doesn’t necessarily mean doing something new. Often, it’s finding a new way to do something. At Glambook, we’re doing just that, finding a way to transition the beauty industry into the digital space. I’m a believer that opportunities for progress are always here and they will always be available.

What is the best part about being Founder & CEO?

The best part of my job is to have freedom to create a product the way you envision it. To create a product that will bring value to your users. If you can’t find something that works for you, you can create it. During my 13+ years spearheading a digital marketing agency, I gained valuable experience in promoting and growing other people’s products, so now I am fortunate to have an opportunity to finally use those skills and experience to build and grow my own product.

Is there a difficult part to your job?

Challenges help you have a different perspective, think outside of the box and look for alternatives, which means constant growth and development. I’m not a big fan of formalities – to have a meeting for the sake of having a meeting, or create documents for the sake of having them, so I prefer to focus on things that matter, bring value and make a process more meaningful.

If someone was considering a career in your area of expertise, what advice would you give to them?

You can’t teach an old dog new tricks. This is something I’ve learned the hard way during my time at the digital marketing agency. It’s a much smoother and easier task to bring a beginner up to speed than trying to ask an established expert to re-learn and do things differently. An established professional may already have their own point of view and past experiences that prevent them from seeing a full picture. For someone who is just starting out in a new industry, there’s a much higher chance of being successful. Be curious, goal-oriented and motivated by the project you’re about to kick off. As the saying goes, if you’re trying to do the impossible, do it with people who don’t know that this is impossible.

THANK YOU TO ALEX FOR SHARING HIS INSIGHTS AS A FOUNDER AND CEO WITH US!

These were some amazing and unique insights from Alex, who shows us what it means to have the entrepreneur mindset, having not only the passion to create something unique but also to keep your eye on the future. Alex showcases a forward-thinking mindset, highlighting the fact that experience isn’t everything and if you do have experience, it is important to be flexible in your approach to different aspects of business. A refreshing take on the working life of a Founder and CEO! Alex also made the point of how his skills in marketing were transferable when creating his own product and business, which is something all of our readers should consider. We hope you enjoyed reading all about Alex’s amazing and interesting work life!

For other takes on the working life of a Founder and CEO why not have a read of A Day in the Life Of a Founder and CEO: Alex Bozhin.

Categories
A Day In The Life Of... Careers

A Day in the Life of the Head of UX & Optimisation: Becky Franks

This week Find Your Flex is excited to be delving in to the life of Becky Franks; Head of UX and Optimisation for the Co-Operative Bank. But it doesn’t stop there, Becky is also the lead their Digital Bees colleague network. As a woman who wears many hats for the company and does so splendidly, we are ecstatic to see what Becky’s working day looks like. We hope our readers will find this interesting and perhaps even consider Becky’s path if pursuing a career in the same field!

What does a working day look like for the Head of UX & Optimisation and Lead on Digital Bees?

One of the things I love about my job is the variety of my role. In UX we have 5 teams, UX Design, Research, Service Design, Content and Optimisation. One day I might be in a workshop coming up with ideas for new propositions with the UX team, the next day I could be working with stakeholders outside of the team looking at how we tackle diversity and inclusion across the Bank. Through the Digital Bees I have spoken at events, conferences, to students and the general public to improve their digital skills and confidence. No day is the same.

How do you find a work life balance?

My work life balance is good, as a Digital Leadership team we regularly review how the teams are working and if anyone is working over their hours we will raise this with the individual to find out why. We have always been able to work from home which makes a real difference as you can us your lunch times to sort out things at home or go for a run. I real enjoy the flexibility of being able to work from home.

Are there opportunities to progress?

100%! I have been at the Bank 4.5 years and have been promoted twice. I started as a Manager, moved to Lead and am now a Head of. There are always opportunities for people to progress who work hard and align to our values.

What is the best part about being the Head of UX & Optimisation and Lead on Digital Bees?

I really enjoy Leading my team and the Digital Bees and I love supporting people to progress and get the best out of them. I like bringing people together and tackling any issues as a team. There are some really talented and knowledgeably people in the team and I love learning from them.

Is there a difficult part to your job?

One of the most important parts of my job is to build strong stakeholder relationships. And make sure that the team does the same. Working from home means you have to put extra effort in. And make the effort to call and speak to people to resolve any issues before they escalate. It can also be hard to support so many people, my diary is usually back to back with meetings I sometimes miss out on supporting the team and attending meets as I just don’t have enough hours in the day.

If someone was considering a career in your area of expertise, what advice would you give to them?

Go for it! We have a really mixed team. Some people have degrees others have worked in the Bank and moved into the team and learnt on the job. Everyone has to start somewhere, if you want a role in UX there are lots of online courses. Be proactive, complete courses and do some voluntary work in UX, it looks great on your CV. If people tell me they don’t have time to do that I’d question how much they really want a role in UX! Opportunities are there but you need to work for them – you’re the only person who can change your career.

Thank you to Becky for sharing your insights as the Head of UX & Optimisation and Lead on Digital Bees!

It is inspiring to see someone take on so many responsibilities and also make the time for work life balance! Becky has given a perfect example of how hard work can pay off. And how to go about climbing the ladder of an organisation like the Co-Operative Group. We at Find Your Flex thank Becky Franks for giving us the scoop on what her working day looks like. And what it could look like for you if you wished to pursue the same or similar role!

If you want to find out about the work days of other careers, why not have a read of A Day in the Life Of a Co-Founder and CPO: Jacob Sever?

Categories
Careers Flexible Working Future of work Industry Flexers

Career Flexibility

When it comes to getting what you want from your career, having an attitude of flexibility can help you to take advantage of all the possibilities.

To have Career Flexibility and achieve your goals, you’ll want to set your boundaries. What are the areas where you can’t or won’t compromise? Salary? Location? Hours? Could you be tempted to travel further for more money or to work more hours for a really good role? If you can say ‘nothing would tempt me…’ then you know that you’ve drawn your line in the sand!

How could you achieve your aims by working differently? Often our attitudes to employment are quite rigid. We are limited by what we have done and influenced by our families and friends.

What would life look like beyond PAYE? How do you feel about self-employment? Freelancing? Consultancy? Employing others? If you have concerns, how could you address them? Could you combine self-employment with a part-time or seasonal PAYE role for security? If you worry about finding work, could you work as a freelancer or consultant for someone else?

Could you work two or more different jobs (sometimes known as a portfolio career)? This could broaden your horizons or allow you to experiment safely in a new career direction knowing that the old one is still bringing in money.

Could you job share your previous role or a new one? This could open up a wealth of more senior and interesting roles that aren’t advertised as part time.

Could you develop a hobby or interest into a side hustle? How could that become your main source of income?

In what areas, are you an ‘expert’? Not the world expert, but knowledgeable and experienced in a particular area. Is there something you know how to do that you could teach or train others to do?

Would you retrain to upskill or update your career? Would you retrain in order to change careers completely?

Whatever the job market or economic situation, Career Flexibility is a mindset for personal growth and new opportunities.

Career Coaching and Training to Relaunch Careers

Re-establishing your career after a parental career break or redundancy can be a daunting prospect. You may not be able to return to the job you did before, or your priorities may have changed and you would like to do something different. Whether your career gap is months or years, we are here to help.

The four things we cover:

1. Career Clarity – work out what to do next and how to get there.

2. CV-Writing – refresh or start your CV from scratch ready to market your expertise. We can also help you create a LinkedIn profile for the opportunities you want to attract.

3. Job Search – use your time effectively and efficiently to find the right job for you.

4. Interview Skills – regain confidence using our three step approach for interview success.

We do this through standalone e-learning and blended coaching programmes.

View our career programmes http://bit.ly/careercoachingprogrammes

Book a free career consultation https://bit.ly/careerconsultcp

Get your free guide to discover the best sites for flexible jobs https://bit.ly/flexjobsites

Join our Facebook Group for career break mums: https://www.facebook.com/groups/careerbreakmumsbycoachingpartners

Categories
Flexible Working Future of work Students and Graduates

Flexible Working: A Youth-Centred Approach to the Future

Oh to be in the flush of youth – light-hearted, happy-go-lucky, single (or at least on Tindr). With so many advantages, it is often assumed that flexible working is not much of a need or concern for the fresh-faced who are still in their salad days. Yet, those just starting out in life face a myriad of issues for which agile work formats can provide a solution.

Student Costs

Tuition fees are high, upwards of £9,000 and repayable with interest. Added to the cost of living away from home, many students are saddled with debt that they will spend perhaps decades paying off. Even the maintenance living grants are often not sufficient to cover the basics. “For many, wages from part-time work are the only way students can make ends meet,” states Sir Peter Lampl of The Sutton Trust.

Juggling intellectually strenuous courses with part-time jobs is not an easy balance to pull off. But without flexible work, many people simply could not afford a tertiary or further education. When we leave people unable to improve themselves and their prospects, both our society and our economy suffer. Flex is key to this.

Flexible Internships

To get work experience, you need work experience. It’s the circular system that holds many people back. Internships are difficult to get in the first place, as many seem to come through word-of-mouth, family connections or privileged social networks. There does not seem to be enough internships to go around.

A more radical idea would be to introduce job-share internships, with each person doing 2.5 days per week. Doubtless this would require careful management, especially when it comes to handovers. But it is a possible option that would mean that double the number of people would gain at least some experience and something to put on their CVs to move their careers forward. Businesses would, in turn, get the benefit of having more people to assess for specific roles.

Neurodiversity

Youth seems to be the most care-free time of our life but the statistics on the incidence of mental health do not relate merely to those who are older. But making small change can have a significant impact. For example, a person with depression (which can often be worse in the morning) who is allowed to come into work at 10am and work later in the day can get a job and can keep that job. Employed, contributing, paying tax – this is what young people can have if reasonable adjustments are made to their particular situation.

If you want to find out more about what neurodiverse people can do if businesses provide the right working conditions and flexible working opportunities, check out our piece that expands on this subject.

Carer Responsibilities

Many young people take care of elderly relatives at home. By assuming such duties, they save the taxpayer huge amounts of money, thus shouldering up an already creaking and under-resourced care system. But this can only be fair if the carer has some opportunity to work flexibly around these responsibilities.

The consequences of removing flexible working from the equation are two-fold. First, whilst taking on such caring tasks is humane, worthwhile and honourable, it leaves the carer with little else to put on their CV. This in turn limits the kinds of roles young carers can apply for. Secondly, carers may become trapped in a system of living on carer-related benefits because of their limited skills. Young people have dreams – and should be given an opportunity to accomplish them. Flexible working allows the possibility both for caring and for young people to fulfill their aspirations and potential.

Young people are our future world. So, it’s really never too early to enter flexible working.

Categories
A Day In The Life Of... Careers Flexible Working Future of work Meet the Team

Meet Kristina: Flexible Working Life of a Team Administrator

Administration is an intricate part of every industry, Administrators keep the wheels turning. Yet the role itself kind of has the stigma of being a 9 to 5 office job and perhaps that stigma is real. But we at Find Your Flex are aiming to ensure that in future no role has this stigma. And administration is an industry that needs to incorporate Flexible Working into all of its roles. There can be no greater example of this than our own Team Administrator Kristina Mich. Who has consented to share with us her unique journey to Flexible Working and why she now has a passion to bring it to others in her industry as you will see in the video below!

Journey to being a Flexible Working Mum

Kristina’s journey to Flexible Working starts in a very relatable way and one of the main reasons why Find Your Flex got started. Kristina became a Mum and naturally this became her top priority. However, Kristina found herself missing the woman she was before Motherhood; a passionate driven career woman who is passionate about helping teams reach their goals.

Though unfortunately, early on Kristina faced the harsh reality that many businesses are more concerned about the time you dedicate to them. Rather than working with you to see what hours are best for you and how you can be most productive. Kristina grew tired of fruitless job interviews with employers who did not respect her family needs. When she came across Find Your Flex, she was impressed by what she saw and it seemed to be the perfect company for her to be a part of. She took a chance and emailed our CEO Cheney Hamilton and it became clear things happen for a reason.

Flexible Working = Flourishing Talent

Kristina received a response and an interview from Cheney. And of course Kristina showcased every value and ideal that Find Your Flex was built upon. Within no time at all she was part of a team and environment that Kristina dived head first into and quickly proved herself to be a talented and dedicated individual! She quickly put her skills to good use and dedicated herself to picking everything up extremely quickly. She wasted no time in proving her value by getting to know each member of the team and being supportive and encouraging. As well as providing some unique resources only she could provide (some of these are showcased in the video below).

Kristina found the work-life balance she had been searching for. Feeling fulfilled in a role that allowed her to work from home without the need to commute via a train journey that could take hours. She is able to be the excellent Mother she is, as well as being the equally excellent Team Administrator for Find Your Flex. Having the ability to lead a full family life while having a flourishing professional life she can excel and grow in. But staying true to her innate personality traits, Kristina shows that she doesn’t want to be the only one to have the chance at having a Flexible Working role.

Bringing Flexible Working to every Industry

Like the rest of the Find Your Flex team, Kristina’s personal career journey lit a fire within her. After seeing firsthand the lack of adaptability of other employers and that the grass is greener on the other side of the Flexible Working hill. Kristina is eager as part of the Find Your Flex team to bring Flexible Working to people. Not only people in her own situation, but to everyone!

Kristina puts it very well in the video below, why should businesses incorporate Flexible Working into all their roles? “It just makes sense.” as she points out; work and life are intertwined. If your employees are happy they will work harder and add bring more value to your company. It is a lot simpler than some businesses make it out to be. And Kristina is a great example of how Flexible Working does work!

In Kristina’s own words:

Thank You Kristina for sharing your insights with us!

If you are inspired by Kristina’s experience, and want to start your own journey towards Flexible Working. You can start by checking out all our live job roles here.

Kristina is an invaluable part of our team. Want to learn about the rest of our team too? And why we are all invested and passionate about making Flexible Working available for everyone? If so you can meet all us here!

Thank you again Kristina for being a force that will one day make Flexible Working available for everyone!

Categories
A Day In The Life Of... Business Career Returners Careers Flexible Working

A Day in the Life Of a Life & Business Coach: Veena Hedges

The most inspiring roles are ones that help people bring their dreams to fruition. The primary goal of a Life & Business Coach is to provide people with the tools and support to help them achieve their goals. But what does a working day of a Life and Business Coach look like?

We are excited to hear from the amazing Veena Hedges. Veena has had many experiences already throughout her career journey; from starring in shows such as Grange Hill, Children’s Ward and the Bill, to earning a degree in business management and starting and running two companies in global recruitment and property respectively.

These are just some of the professional accomplishments in Veena’s life and now she helps others achieve their goals as a Life and Business Coach. We at Find Your Flex could not think of anyone better equipped!

What does a working day look like for a Life & Business Coach?

It looks the way I want it to look. First comes looking after me, then comes looking after my clients and in-between comes looking after the family.

How do you find a work life balance?

Through taking the time to sit with a coach and primarily working out what’s most important to me. Then, with their support, making a plan to find time and space to fit everything in, making sure the important bits are put in first.

Are there opportunities to progress?

Always! Everything is changing all the time, anything that sits still grows mold, even water. As humans our challenge is to keep embracing change, be in front of the curve, be open to new exciting opportunities everywhere. In work, in travel, in cuisine, in relationships, in entertainment, in books, in fashion etc. Every time we learn something new, we are progressing. Self development is the meaning of being born human, why we are put on this earth.

What is the best part about being Life & Business Coach?

To support and encourage a person’s metamorphosis from a caterpillar to butterfly. It inspires me, gives me a sense of wonderment and purpose.

Is there a difficult part to your job?

I’m not so great at selling myself.

If someone was considering a career in your area of expertise, what advice would you give to them?

I would ask them if they like helping people and if they’re able to support someone make their own decisions without any judgment, advice or own ideas into the mix. I would advise them to get a proper qualification from The Coaching Academy which is the accredited body.

THANK YOU TO VEENA FOR SHARING HER INSIGHTS AS A LIFE & BUSINESS COACH!

Veena has really shined a light on not only the ins and outs of being a Life and Business Coach, but the importance of work-life balance. Veena’s views on how life must come first and how work needs to be prioritised is truly inspiring. This exactly what we at Find Your Flex want everyone to recognise. We thank Veena for this amazing piece that will inspire our readers!

To learn more about Veena’s journey and if you yourself feel you would benefit from her expertise, check out her website here.

If you want to find out about the work days of other careers, why not have a read of A Day in the Life Of a Co-Founder and CPO: Jacob Sever?

Categories
Career Change Careers Flexible Working

Finding Your Passion: Working part-time in Health & Social Care

In the past fourteen months since we first heard of the words ‘Covid 19’, we’ve all been searching for more meaning in our lives.

Some have found it in sourdough & Joe Wicks whilst others are frantically looking for new careers.

Like so many of you reading this, Find your Flex hope that through collective action, we can all play a role in helping the world undergo the much needed ‘Great Reset’:

(https://www.weforum.org/agenda/2020/06/covid19-great-reset-gita-gopinath-jennifer-morgan-sharan-burrow-climate/).

The world of work is on the brink of huge change and finding your passion is now within touching distance.

One (if not the sole) positive of the pandemic is that it’s brought flexibility within the workplace, to the fore (thanks Covid!).

It’s also forced us to reanalyse what our real career values are, what our purpose in life is or should be and to also question –

Are we living authentically?

Do we ‘love’ the job we currently do? Is the love enoughto be dedicating most of our working lives to it?

Does your job bring you enough happiness or make you feel content? 

Luckily for anyone still trying to understand what their true passion or calling is– the rise of the portfolio career is becoming the new norm: https://www.bbc.co.uk/bitesize/articles/zktbn9q.

The days of working in the same career or company all of your life before being rewarded with a carriage clock, are fading for most of us.

If you’ve been considering your next move but aren’t quite sure how to execute it – we might be able to help.

If you’ve always felt a pull towards working within an industry where caring for others and building meaningful relationships – is on the important list, then there’s never been a better time to get experience within health & social care. You can get flexible work experience that pays and you can fit around your life, exactly as you need too.

The Health & Social Care industry is one we feel passionate about at Find your Flex.

It’s an industry you’ll always have a job in, you won’t be replaced by a robot and you always have the opportunity to work as flexibly as you need.

While it’s been a sector cast in a negative light for decades, we want to do ‘our bit’ to shine a light on all the positive & immensely rewarding work that happens day in and day out.

If you’re searching for flexible work and a job with more meaning, becoming a Support Worker could be the experience you need to begin transforming your life for the better.

Considering a career in Health and Social Care but not sure if you have the right skills?

Here’s are the scenarios it could help you with:

Maybe you’ve been curious about working with elderly people ever since you watched your Grandparent (s) experience the Care System?

Or perhaps you’ve had a hunch you’d find helping young and older adults living with mental or physical disabilitieshugely rewarding?

Have a listen to these podcasts:

Hear are some really inspiring stories about what motivates so many to work in the Health and Social Care industry (and try to not be moved or cry):

Working as a Support Worker on either a part-time or ‘Bank Staff’ basis, will give you the chance to see and feel, what a career in health and social care is like in reality. Not just through our preconceived lens.

And if the role of Support Worker doesn’t feel quite right but you develop a love for the sector, there are many ways your employers can help and support you in establishing which area of the sector you are most suited too: https://careers.cygnethealth.co.uk/learning-at-cygnet/

Considering retraining into Counselling, Therapy, Psychology, Nursing or Psychotherapy?

Perhaps you need to do some academic training over the next two to four years in order to start this new role?

If you’re about to enrol onto a part-time Btech, Diploma, Degree or MA; this could be the part-time income you need to facilitate a period of retraining.

Working part-time or as bank staff is a brilliant way to see if you have the skills you need to work with a diverse range of people with diverse conditions.

While you study to gain the academic foundation required, you could also develop your people skills, listening skills and empathy. And make some money.

Working part-time as a Support Worker usually requires a minimum of two 12 hour shifts per week.

That equates to £223.20 per week so £892.80 per month. Bank Staff are expected to do just one twelve-hour shift per week, £111 per week and £446 per month.

Rather than take a part-time job in retail or hospitality to make ends meet while you study, this could provide you with something truly rewarding.

You want to live a more nomadic lifestyle? A career in Health and Social Care could be the solution

We know remote working will become ‘normalised’ over the coming years.

Flexible office space and collaboration venues are popping up all over the country (YEY!).

If you think you’ve got a book within you, or a desire to run your own business; working as a Support Worker can provide you with a regular and steady income to balance your passion projects.

Care work also teaches you an awful lot about life and the psychology of people. An untapped source of inspiration if you ask me.

I’ve also heard that if you work your hours right in part-time vacancies (which entitle you to holiday pay), many staff take a full month or two off every year to do extended holidays.

Imagine sitting on a Greek island and writing that novel or self-help book with your face in the sun?

Want to break out of the Corporate shackles?

If you’re about to return to work after a career break or perhaps have fallen out of love with the corporate world. Working with the more vulnerable in society could be just what you need.

You’ll understand what it means to feel truly valued. Knowing your contribution helps the wellbeing of others, every single day.

The organisations that have struggled to meet the well-reported increased demand in this sector are at the point where they recognise fundamental changes are needed ASAP.

https://www2.deloitte.com/global/en/pages/life-sciences-and-healthcare/articles/global-health-care-sector-outlook.html

Digital innovation and a desire to change are happening. The next phase is acceleration.

If you want to be part of meaningful change, this could be the opportunity you’ve been waiting for.

We work with a number of health and social care organisations at Find your Flex.

We’re currently in partnership with Cygnet Healthcare who are doing a lot of brilliant and innovative work in this space.

Cygnet offer constant paths for career progression to any of their staff who want it. They offer a list of staff benefits longer than my COVID roots (very long).

Have a look at all their current vacancies– https://jobs.findyourflex.co.uk/clients/cygnet-healthcare

If any of this has sparked your interest and you’d like to talk to one of our Careers Coaches – you can meet our Team here: https://findyourflex.co.uk/coaching/

They’re happy to offer an initial 20minute FOC consultation to establish whether you’d benefit from their coaching framework.

If you decide to work together, hourly rates apply. But they offer a 10% discount for anyone considering a career in H&SC. Find Your Passion and purpose in life– it’s honestly there for the taking!

Categories
Flexible Working

Flexible Working Appeal – How to Make a Convincing Flex Request

Flexible working is undergoing a paradigm shift. Cued by the Covid pandemic, several businesses are leaning towards a more agile format. Tech giants are trailblazing and high-street brands are following suit. But many employers remain hesitant about flex. Perhaps because it was presented during lockdown in its most dystopian manner – stressful, isolated and juggled in with home-schooling. How do you convince a doubtful boss about the long-term benefits of flex?

What procedure?

You may make a statutory flexible working request if you meet the requirements. Alternatively, you may submit an informal request. For more information on your legal rights, check out www.acas.org.uk and www.gov.uk. Whichever route you choose, you will still have to sell your idea.

Slice it up

Too often people think that the default is to go part-time. There are myriad options out there and you may find that full-time but with core or staggered hours is actually more feasible. Slice up your working life and see what kind of flex will suit each part of it. For example, you could do compressed hours in conjunction with home-working. Be as creative as you can, so that you can present your employer with as many realistic alternatives as possible.

Gather evidence of Flexible Working

A case is only as good as its evidence. Check whether your employer has a flexible working policy in its handbook and use that as a starting point. To boost your request, you could gather case-studies which relate directly to your job position which demonstrate successful examples of flex working. The strongest argument against “it can’t be done” is to show, exactly and concretely, how it is being done. You may also gather statistics about flex and the corresponding impact on productivity in your industry.

Sell your business model

Our reasons for flex-working are deeply rooted because they impact on such important areas of life such as health, family or identity. But this is not the time to present a purely personal case or one that deals solely with generalities. By all means, emphasise the positive outcomes for you but that it only half the story. We all acknowledge that there are many advantages associated with homeworking. There is less stress, less time lost commuting, less pressure on public transport and a positive impact on the environment. However, your employer still has a business to run, as well as a profit and loss account to balance.

Get specific. Anticipate every push-back your employer can make and come up with a persuasive solution. If you work from home on Thursdays and there is a scheduled team meeting that day, offer to link in via Zoom.
Talk up the benefits to the employer of offering flexibility. If you work remotely full-time, your boss could save money on renting commercial office space. If business is brisk at the start of the week but sluggish later on, you could offer to do more hours on Monday in return for an early departure on Friday.


Flex back

Flexibility is two-way street. If your employer is willing to let you flex, be prepared to do the same in return. When there is an away day that usually falls on your at-home time, still turn up. If there is a sudden temporary upsurge in work, pitch in by logging on in the evening for example (although be vigilant that this does not settle into a permanent pattern). This approach not only builds strong businesses, it also promotes goodwill and fruitful professional relationships. Check out why staying connected while remote working important and how you can best state your case to your employer how it will work for them.

Schedule a Flexible Working trial period

Employers may well be sceptical about whether flex working will actually deliver and this uneasiness can lead them to turn down requests. To combat this hesitancy, offer a trial period to see how it pans out. If there are difficulties, use this experience as an opportunity to iron them out in a proactive manner.
Flex Appeal. Have you got it?

Categories
Business Careers

Flex From Day 1 Won’t Work, Here’s Why:

A fight for real change in Flexible Working, is about the long term. And if we lose sight of that by aiming for short term changes, then we are creating larger hurdles for ourselves down the road.

Katy Perry once sang ‘I stood for nothing, so I fell for everything’… which is a self awareness statement many of us will have felt over the last few years.

Standing up for what you believe in can be hard and rewarding and grey making and sleep depriving. But those who do it, lead us in new directions and drive the change we need for all of our futures.

Pushing the boundaries of the accepted is something I ask of my team on a day to day basis, we knew before the impact of Covid19 on work, just how hard our fight is – I cant say the ‘flexibility’ some of us have been rewarded with, has helped our cause…

Whilst many continue to see #FlexibleWorking as a female or mum based issue, we will never see change and whilst we applaud the CIPD #FlexFromDay1 campaign, in reality, the firms who say NO to #FlexibleWorkRequests at 6 months, are in no danger or pressure of changing their views from delivering the same verdict at Day 1.

So where does that leave us?

Well in my humble opinion, it leaves us with a rather large education piece to deliver.

Businesses need to share their best practice. Businesses need to share the trials and tribulations of their journeys to flexible working and the positive impact it has had on productivity and the bottom line. It is only by showcasing the positive impact on business, including profiling the men who work flexibly and highlighting the diversity of thought and people a flex work program can deliver, that we will finally get movement in this space.

We can’t be distracted by the ‘progressive’ #4dayweek tribe – delivering another cunning move to shut us up. A ready made excuse, for companies to not look at any other form of flexibility you may need, why would they if you already get to work 4 days a week?

We can’t just leave it to Mother Pukka and Joeli Brearly to fight for mums or Ian Dinwiddy and Han-Son Lee to fight for dads. We as a nation of workers need to be open about what we want and share with our employers HOW we can make it work.

A move to output based employment contracts?

We business leaders and owners need to find the skills to reward OUTPUT not HOURS when it comes to the relationships with our employees. We need to move away from the archaic work models of the 1950’s when only the ‘Man of the house’ was expected to work and that we are still fundamentally adhering too.

This is about the future of work (of which flexibility isn’t the only factor) and (un)fortunately its not politicians who can deliver this. The onus IS on us.

We need a reset. We need to learn. We need to want to change. And we need to do it.

If you can help our #CallForChange in working practices please do get in touch, we would love to share your journeys and the reasons why you want to see #changeinourlifetime.